Performance Reviews.   Two of the most dreaded words in the workplace.  Most managers hate to give them and most employees hate to receive them.  What is it about employee reviews that make companies insist on them and employees and managers resist them? 

The concept of an employee review is solid.  Make sure employees know what they are doing well and where they can improve.   They are meant to facilitate structured performance feedback and communication between management and employees.   At the end of the day don't we all want to know where we stand with our boss and the company that has employed us?   The problem arises however, when that one instance is the only time (or one of only a few times) over the course of the year that managers give and employees receive feedback. 

Pay attention because the next part is important.  A performance review should be just that:  a review of the feedback that was given to an employee over the course of time.  A review should never contain information that the employee hasn't already heard.  If reviews are being used correctly, any employee walking into a review should already know exactly where they stand.  But that's not the reality most of us live in. 

That is why companies insist on them.  They know that managing people is hard and effective communication is harder.  They want managers to do the right thing.  The employee review is one formalized way they can make sure this happens.  So, for all you managers out there this is my challenge for you:  Give your employees' feedback (daily or weekly) and use the review as a review.  A review of the performance feedback you've already given.  This will take the sting out of giving (and receiving) those dreaded reviews.  

If you are wondering what effective feedback sounds like and where and how should it be given, check back next week!